Businesses conduct screening tests during the hiring process to determine the best candidate for a job. Tests can be physical in nature, can measure an employees' mental stability, or gauge a potential job candidates' industry knowledge. Testing should be an additional step in the hiring process, and not the only factor used to make a hiring decision.

Personality Tests

Companies conduct personality tests for potential employees as a security precaution. These tests gauge the trustworthiness and mental stability of potential employees. Test questions consist of "what would you do" type scenarios, ranging from dealing with a harassing manager to feeling overworked on the job.

Physical Ability

A job that entails physical exertion might require potential employees to pass a physical ability test as part of the screening process. The test could focus on physical endurance, the ability to complete repetitious tasks, or the ability to lift a certain amount of weight on a regular basis.

Practice Tests

To determine how quickly a potential employee might learn a job, employers can conduct practice tests. These tests can consist of simulated job situations, terminology recognition and industry knowledge. If an employee must complete training, passing practice tests can be a condition of permanent employment.

Physical and Substance Testing

Different from a physical ability test, physical and substance testing is required to ensure an employee is healthy enough to perform job functions. Substance testing checks if the potential employee uses or has used controlled or illegal substances.

Considerations

When implementing a testing program, a business must make sure the tests are fair for everyone. The Civil rights Act of 1964, The Age Discrimination in Employment Act of 1967 and the Americans with Disabilities Act of 1990 prohibit an employer from conducting testing that would be considered racially, gender or physically discriminatory. For example, asking a wheelchair-bound applicant to prove his ability to stand for a period of time for a desk job is illegal unless standing for a specific length of time is a job requirement.

About the Author

K.A. Francis is a freelance writer with over 15 years experience, and a small business consultant and jewelry designer. She holds a Bachelor of Arts in English and business administration and a Master of Arts. She has written for "The Einkwell," "Windsor Parent," MomsOnline, Writer's Stew, Lighthouse Venture Group and others. Her jewelry design company, KAF Creations, has been in operation since 1998.